Leaving the military isn’t just about swapping uniforms for suits—it’s a complete identity shift. Veterans stepping into civilian careers often find themselves underutilised, undervalued, or in the wrong job entirely.
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This post pulls together the key findings from the Sustainable Employment for Veterans report, based on insights from 285 veterans. We’re covering the biggest trends, challenges, and game-changers for veteran employment, but if you want the full data, you’ll need the full report.
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Let’s break it down.

1. Why Veterans Leave the Military

It’s rarely just about one thing. Veterans transition into civilian life for a mix of career ambitions, financial incentives, and personal reasons.

Top Reasons for Leaving Service

• Career Change (21.4%) – Veterans want to apply their skills in new industries.
• Family Needs (20.9%) – Relocations, time away, and family health push them to seek stability.
• Retirement Eligibility (11.4%) – Many leave after securing their pension.
• Health & Well-being (9.5%) – PTSD, injuries, and burnout make service unsustainable.
• Work-Life Balance (5.9%) – Seeking predictability over deployments and shift work.

The takeaway? For most veterans, leaving the military is about more than a job, it’s about shaping their future. Employers and transition services that recognise this can offer better support through tailored career pathways, structured programs, and flexible work options, helping veterans build meaningful careers.

2. Finding the First Civilian Job: Strategy or Shot in the Dark?

Veterans don’t just pick a new job, they choose their next mission. But surprisingly, only 20% knew exactly what they wanted to do post-service.

What Drives Their First Career Moves?

• Military Skills Match (35%) – Jobs that fit past experience = smoother transition.
• Interest & Passion (29.1%) – Higher job satisfaction for those who follow interests.
• Salary & Benefits (29.5%) – Money matters, but not at the cost of career fit.
• Work-Life Balance (24.5%) – Many prioritise predictability after years of operational demands.

Where Do They Turn for Career Advice?

• 40.9% had no formal guidance – leading to poor job alignment. 
• 4.5% used military transition programs – those who did had longer job tenures.
• Mentorship & networking matter – Veterans with a mentor had higher job satisfaction and retention rates.

Key takeaway? The veterans who planned ahead, built a network, and sought guidance had far better outcomes. With nearly half receiving no structured support, it’s clear we need better transition programs, stronger mentorship, and more veteran-focused career resources.

Here’s an article on building a framework for your first year out of the military, and here’s some networking advice. If you’re in that 40%, it sounds like you need it. 

3. First Civilian Job: Staying in Your Lane or Charting a New Course?

The first job isn’t always the right one. Some stick to familiar territory, others pivot to something completely new.

• 37.7% took roles closely aligned with their military experience.
• 34.1% switched to a completely new industry.
• 28.2% found jobs with some overlap but requiring extra training.

Where Did They Land?

Common roles included:

1. Project Managers
2. Defence Consultants
3. Business Development Directors
4. Health & Safety Advisors

How Did They Find Their First Job?

• 33.6% via networking – best retention rates.
• 24.1% through job boards – higher turnover.
• 11.4% direct applications – moderate retention.
• 7.7% veteran employment programs – strong retention.

First jobs aren’t forever, most veterans use them as a launchpad, not a destination. Military-aligned roles offer smoother transitions but don’t guarantee long-term satisfaction, career growth matters just as much. Industry switchers move on faster, but that’s not a failure as career exploration helps veterans refine their path. Networking and veteran programs beat job boards, but early support makes all the difference.
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Bottom line? Finding the right fit is key—veterans who align jobs with their long-term goals thrive.

4. Industry Trends: Where Veterans Stay vs. Where They Struggle

Not all industries are veteran-friendly. Some have clear career pathways, while others see high turnover.

Top Industries for First Jobs

• Aerospace & Defence (14.1%) – highest retention.
• IT & Tech (11.8%) – high entry but moderate retention.
• Banking & Finance (8.2%) – structured training helps retention.
• Transportation & Logistics (8.6%) – lowest retention due to slow career progression.

The trend? Industries that offer structured onboarding, career growth, and skill recognition retain veterans longer.

5. First Job Turnover: Why Veterans Move On

40% of veterans leave their first civilian job within a year. Here’s why:

Why They Leave

• Lack of career progression (16.9%) – No clear path forward.
• Poor company culture (12.1%) – Civilians don’t always ‘get’ veterans.
• Job misalignment (9.2%) – The role wasn’t what they expected.
• Better pay elsewhere (8.7%) – Military pay structures don’t apply in civvy street.

Bridging the Gap: The Toughest Parts of Adapting to Civilian Work

Even with strong skills and leadership experience, many veterans struggle with workplace culture shock. The biggest challenges?

• Communication Styles (66.5%) – Adjusting to new ways of giving and receiving feedback.
• Lack of Clear Purpose (50.0%) – Civilian work often lacks the same sense of mission.
• Team Dynamics (49.5%) – Leadership structures and accountability feel different.
• Pace of Work (48.6%) – Some find civilian jobs slower and less disciplined.
• Workplace Hierarchy (45.0%) – Roles and responsibilities are often unclear.
• Social & Cultural Norms (43.6%) – Office politics and self-promotion feel unnatural.

The Role of Career Support

• 37% had a mentor – much higher job satisfaction.
• 30% had no formal career support – higher turnover.
• Mentorship = game-changer – those with guidance were 2.5x more likely to stay.

Key Takeaway?

Career stagnation and cultural mismatches are the biggest reasons veterans move on. Those with mentorship, networking support, and structured career growth stay longer, proving that job placement alone isn’t enough—long-term career planning is essential.

6. What Keeps Veterans in Their Jobs?

For veterans, a paycheck alone isn’t enough. They need purpose, alignment, and growth.

Top Reasons Veterans Stay in Jobs

• Work-life balance (65.5%) – Predictability over constant deployments.
• Challenging work (56.8%) – Jobs that test their skills keep them engaged.
• Competitive salary & benefits (51.8%) – Pay is still a key factor.
• Company culture & values (40.0%) – A good fit makes a huge difference.
• Opportunities for advancement (38.2%) – No career growth = time to move.

Predictors of Long-Term Retention

• Confidence at transition – Those who planned were 2.5x more likely to stay.
• Recognition of military experience – Veterans who felt valued had 52% higher retention.
• Mentorship & structured career development – 55% more likely to stay.

Key takeaway? Employers that offer structured career growth and skill recognition don’t just hire veterans, they keep them.

7. Hard-Earned Wisdom: What Veterans Wish They Knew

Veterans who’ve successfully transitioned shared these key lessons:

1. Start Planning Early – Research industries before leaving service.
2. Be Clear on Career Goals – A structured plan reduces uncertainty.
3. Leverage Your Network – Connections lead to better job matches.
4. Upskill & Certify – Civilian credentials matter.
5. Prepare for Culture Shifts – Civilian work isn’t like the military.

Key takeaway? The veterans who succeeded planned ahead, networked, and upskilled before leaving service.
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Too many veterans land in roles that don’t use their skills, leading to frustration and job-hopping. But career success isn’t just about what veterans bring—it’s about how well employers recognise and develop their potential. Veterans who align their skills, seek mentorship and enter structured workplaces thrive. The best employers don’t just hire veterans—they invest in them.
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Redeployable’s AI-driven platform helps veterans translate their skills, match them with the right roles, and build transition plans that get it right. Give it a try today. 

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